By George Waggott, founder, and Roberto Fonseca-Velazquez, summer law student, George Waggott Law
As artificial intelligence (AI) transforms workplaces across industries, it’s becoming clear that men and women approach the technology very differently. While some employees eagerly embrace AI, others remain cautious, or even avoid it entirely. Recent research which has been reported by Fortune magazine suggests that gender plays a significant role in these varying attitudes, raising important questions about how organizations can promote more equitable AI adoption and use.
A recent study by Salesforce offers a snapshot of how men and women engage with AI at work, highlighting a growing gender gap in usage. About 30% of AI users are considered “maximalists”—people who use the technology regularly and are vocal advocates of its potential. However, within this group, 63% are men, while only 37% are women. Another 20% of employees are considered to be “underground” AI users—those who incorporate the technology into their work but prefer to keep it quiet. Here again, men dominate, comprising 57% of these users, compared to 43% of women.
According to Christina Janzer, Senior Vice President of Research and Analytics for Slack, the discrepancy is not new. She says that males generally use AI more than women across all categories of worker and user.
Women’s AI Skepticism: More Than Just Hesitation
On the other side of the spectrum, women are more likely to belong to the groups that use AI the least. The Salesforce study identifies “rebel” AI users—those who avoid the technology altogether—and found that 58% of them are women. Women also make up 49% of “observers,” which is the group of employees who are cautious about AI and have not yet integrated it into their work.
Why are women more skeptical of AI? Janzer says that she believes it stems from a fundamental lack of trust. “Women are more likely to see AI as a threat,” she explains. “There is a lack of trust with their company, or a lack of trust with their manager to think that AI is potentially going to replace them.”
There may be good reasons for women to have these concerns. Some studies indicate that AI is more likely to disrupt jobs traditionally held by women. Research from the University of North Carolina’s Kenan-Flagler Business School found that 80% of women work in roles vulnerable to AI-driven changes, compared to 60% of men.
The Role of Managers in AI Adoption
As AI reshapes the workplace, managers have a critical role to play in addressing gender-related barriers to AI adoption. The key to encouraging broader AI usage, especially among women, lies in building trust and setting clear expectations.
Managers must outline how AI will be integrated into workflows, specifying which tasks AI will handle and which will remain human-led. This helps alleviate the fear that AI could lead to job losses.
Managers can also foster a culture of openness and support. When employees trust their supervisors, they are more likely to see AI as a tool that enhances their work, rather than as a threat. “If you feel trusted by your manager, you’re more likely to adopt AI,” Janzer explains.
Bridging the Gender Gap in AI Usage
For organizations looking to fully integrate AI, understanding and addressing the gender gap is essential. While men may be more eager to adopt the technology, women’s hesitation often stems from valid concerns about job security and transparency. By fostering trust, providing clear communication, and demonstrating how AI can complement human work, managers can help bridge the gap and ensure that all employees, regardless of gender, feel empowered to use AI tools.
In the evolving world of work, promoting inclusive AI adoption strategies is more than just a technological challenge—it’s an opportunity to build a more equitable and collaborative workplace.
For more information about George Waggott Law, please see: www.georgewaggott.com, or contact: george@georgewaggott.com
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